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At Strategic Control, we are cognisant of the fact that any credibility assessment test is not only strenuous, but can be very unsettling. Whether someone is truthful or deceptive, it is our duty to treat them with respect and conduct ourselves in a manner that is reflective of consummate professionals. Our role as credibility assessment specialists is to guide our clients and not to judge the examinees. Our obligation is to perform an excellent job – nothing more nothing less which includes ensuring that equity of an examinee is always maintained.

The Holden Applicant Reliability Measure was developed by Dr. Ronald Holden at Queen’s University and has been further researched by Dr. Angela Book at Brock University. This dynamic psychometric instrument provides valuable insights on employment candidates in an effort to save businesses resources related to recruitment and training.

The following parameters are considered under the H.A.R.M. Psychometric Test, all of which are extremely important factors in selecting responsible candidates who will safeguard the longevity and sustainability of an organisation.

Alcohol Use

Interpersonal Conflict

Unauthorized Absenteeism

Missing Deadlines

Drug Use

Unauthorized Resource Usage

Dishonesty

Arrival Tardiness

Social Desirability

The H.A.R.M. Psychometric Test is a preliminary screening tool for recruitment to help reduce the number of applicants for more in-depth secondary interviewing and screening. The H.A.R.M. Psychometric Test is a true/false self-administered computer-based tool that assesses on-the-job and related behaviour. It has eight sub-scales that provide summaries on issues of employment misdemeanors and workplace anti-sociality.

Can you tell who has stolen just by looking?

This approach to screening saves time and resources and ensures that only the best candidates are selected for employment. This methodology will facilitate and complement the interventions aimed at boosting employability. This test is extremely helpful at assessing the more ‘hidden’ traits of an individual which are perhaps more likely to impact their job performance than only academic or other qualifications.

There has also been a significant amount of research over recent years, which has shown clearly that interviews alone are an unreliable way of selecting the best candidates. Interviewer bias can act against the interests of the recruiting organization by excluding the most capable candidate on entirely spurious grounds. Background checks and police record checks only indicate dishonest behaviour where it has been caught.

The costs of selection errors more often means high turnover which in turn increases recruitment costs. Poor or wrong selection will also lead to costs caused by incompetence and lost opportunity. Incompetence produces pressure and stress on the individual as well as on work colleagues, and loss of profits. The overall cost of poor selection is incalculable, but almost certainly equals twice the annual salary of the job incumbent.

Some individuals while completing questionnaires that assess their personality, temperament and demeanour like to portray themselves positively. These individuals tend to exaggerate or inflate their strengths and achievements and often deny or trivialize their deficiencies and failures in an attempt to depict themselves as similar to the norms and standards of their society and community. This is called a social desirability bias and in 1960 Crowne and Marlowe developed a seminal scale to identify the extent to which individuals exhibit this bias. This scale has been incorporated into the H.A.R.M. computerized assessment to identify attempts to deceive by the test subject.

For the last 30 years, polygraph testing has been the go to tool for detecting deception. It has been extensively used to assist in clearing up many a case that has left investigators stumped. The driving force behind the popularity of using the polygraph has been its high accuracy rate. As an investigative tool, the polygraph examination has had very little competition.

Polygraph PRO (ERM) - Pre-Employment Polygraph Examinations

Strategic Control designs and conducts Polygraph examinations to suit specific organisations and their needs. This test checks the veracity of the applicant’s application forms and resumes. Knowing what job applicants have been involved in allows the prospective employer to make better decisions in the hiring process. Evaluating candidates by interviewing alone cannot reveal the wealth of information that can be gathered using the polygraph. The utilisation of polygraph testing as a screening device has been regularly employed by many of today’s largest corporations who have found it to be an effective tool. Better Information, Better Decisions, Better Employees.

Employee Risk Management (ERM) - In service Polygraph Examinations

The design and inplimentation of in-service polygraph examinations is to ensure that employees are not infringing any of the organisations policies. This test is intended to ensure that the business does not suffer any unnecessary loss due to employee dishonesty. This periodic assessment allows organisations to promote and identify the best employees for advancement and weed out the dishonest ones.

Specific Issue Test - Theft, Fraud

These tests are specially designed to identify infractions or verify statements or accusations. Very often these tests are used to narrow the scope of the investigation if there are several suspects.

Integrity Plus - For employees in or going into sensitive and confidential areas

These examinations are utilised where employees have access to sensitive information, handle cash, purchasing and receival of goods. In depth information about a candidates past or history allows the employer to make an informed and objective decision. Each test can focus on trustworthiness, integrity or may include several components testing a variety of factors. The periodic testing thus provides a consistent method for evaluation.

Commitment Plus - For relationships where there is a suspicion of infidelity

Sometimes relationships are put under strain due to the indiscretions of one partner or suspicions that one partner may not be upholding their commitments. These tests are very sensitive and have to be approached with no bias.

The same scientists that invented the computerized polygraph also developed EyeDetect after 12 years of Research and Development. EyeDetect™ is an alternative technology for deception detection that is accurate, cost-effective, efficient, secure and non-invasive. EyeDetect is used to pre-screen job candidates and conduct periodic evaluations of current employees.

EyeDetect is a pre-employment and periodic employee screening solution developed to protect organizations from corruption. EyeDetect is a revolutionary solution that detects deception by measuring characteristics of the eye, in a non-invasive manner. It monitors subtle, involuntary changes such as pupil diameter, blink rate, eye movements, and much more.

In a world of ever-increasing corruption, fraud and deception, it’s vital to use a cost-effective and simple way to screen job applicants and validate honesty amongst employees in positions of trust. Establishing and maintaining an organizational culture of trust and integrity starts with hiring honest people.

Why take chances when so much is at stake?

EyeDetect is almost completely automated. Examinees receive brief instructions, are seated with a chinrest in front of a computer and are calibrated to an optical scanner. They respond to simple true or false questions.

Tests are completed in 30 to 40 minutes. When the test is completed, test data are uploaded to a secure server in the cloud. A report with detailed results is then generated in a few minutes. This report includes a Converus® Credibility Score and provides details such as how the person responded to each question.

To create a culture of responsibility and integrity, organizations should institute policies to conduct ongoing employee evaluations. This best practice will not only improve the culture, but will also help prevent fraud and loss.

Introducing EyeDetect - New Lie Detection Technology

Due to the simple fact that every assignment has different variables, we prefer to hear from you in order to better understand your unique situation and thus determine an appropriate fee structure. This cost takes into consideration the amount of tests and the scope of work that would be required in managing and resolving any specific challenges.